According to research by Zapier, two in five Americans (40 percent) currently have a side hustle. There’s good evidence to suggest the population of side hustlers will continue to grow over the next few years as well. In years past, financial goals like creating passive income or saving up for a specific purchase motivate almost half of the side hustlers in the U.S.
Employers have consistently innovated with their retainment strategies over the past half-decade, incorporating methods ranging from wellness programs and DE&I initiatives to inclusive company culture and more frequent one-on-ones. While all these methods are effective, a structured mentorship program can serve as a crucial foundation that will allow these methods to yield truly effective results.
The rapid rise and implementation of remote work have led to several significant workplace changes over the past three years. Hybrid workplaces, virtual collaboration, reimagined company culture, and remote-based best practices have all come to be standards in this new world of work. But in the case of hybrid workplaces, the viability of certain operational aspects remains up in the air.
With more than a quarter of the US workforce currently working remotely, employers have been testing various strategies to ensure employees remain engaged and productive. At the forefront of these strategies, employee monitoring has become a pressing topic for companies that are reaping its benefits, drawbacks, and long-term implications.
Voluntary job separations are at an all-time high, creating two big problems for employers. First, there is fierce competition for talent, so replacing the people who leave isn’t easy. Second, losing talent means your team’s productivity will take a hit while you search for replacements. Even after onboarding new employees, your team won’t be at full strength because it takes time to train new employees and help them find their stride.
The 2020s have quickly brought about a sea change for the world of work: hybrid workplaces, increased use of contingent and freelance workers, a frequently shifting job market, and a rapidly changing workforce. One area of focus that seems under-highlighted is how leadership responded to these changes – in particular, the shift in employment dynamics. While some organizations and leaders have adapted proactively to changes in workplace dynamics, others have been slow to adapt to the new work landscape. So, what solutions should leaders implement to target new workers effectively while increasing the morale and retention of current workers?
In the face of a newly digitized world of work, workers have had to respond exceptionally fast to the organizational changes brought on by more frequent remote and hybrid work. However, the lens of this digitized workplace rarely focuses on leaders – whose work has been completely restructured and reinvented in numerous ways because of the hybrid landscape.
With the ongoing and widespread changes in the job and hiring markets, talent acquisition strategies have undergone a fast-paced renaissance. Employer branding, onboarding processes, and company culture have all experienced innovations and process improvements – and many companies have already begun to reap the benefits of these changes.
Women’s Equality Day was originally celebrated in 1971, a year after the historic Women’s Strike for Equality, and then later designated as a holiday in 1972. The Women’s Strike for Equality took place on the 50th anniversary of the passing of the Nineteenth Amendment,[i] serving as a meaningful demonstration for the furthering of women’s rights nationally and globally. Since then, Women’s Equality Day has served as a reminder of this strike and the signs of progress it stood for, having also grown to represent modern efforts to push forward progress for women’s rights.
Want Your Inclusion Efforts to Succeed? Join Forces With the LGBTQIA+ Community.
One in Fourteen
Millennials and Gen Z, the best-educated generations to date and the first true digital natives, are the largest workforce segment. A 2021 Gallup poll found that the post-1980s cohorts combined comprise 46 percent of the full-time US workforce. The number is expected to keep growing over the years, as the pandemic is pushing thousands of Baby Boomers into early retirement, and all of them will have reached the legal retirement age by the end of this decade. Consequently, emerging professionals will continue to transform the world of work.
Remote work, flexible schedules, and hybrid models have become industry standards overnight, and certain aspects of companies’ business models have been challenged with keeping up.
In particular, the dichotomy of work and life for most remote employees is becoming difficult to distinguish. Without the accommodations of a regular on-site office, workers have spent the past two years redefining and reconstructing the “office.”